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IJHCM (International Journal of Human Capital Management)

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Published by Universitas Negeri Jakarta

ISSN : - EISSN : 25809164 DOI : -

Core Subject : Economy, Science, Social,

Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

International Journal of Human Capital Management (IJHCM) E-ISSN: 2580-9164 for English version publication. IJHCM is dedicated to the latest research and developments in both theoretical and practical aspects of Human Capital Management. The journal is intended as a forum for practitioners and reseachers to share their findings from the research in the area, to identify new issues and to shape future direction for reseach, while education practitioners may use and apply the findings in a large-scale method.

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Articles 9 Documents

Search results for , issue "Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management)" : 9 Documents clear

Occupational Diseases Workersâ€™ Protection as a Important Aspect on OSH Program Sudi Astono; Ma'ruf Akbar; Moch. Asmawi
IJHCM (International Journal of Human Capital Management) Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management)
Publisher : Program Studi S3 Ilmu Manajemen

Abstract The Aim of this study are to answer the question: "Why is the attention to protection of workers against the occupational disease (OD) is less than to protection against the occupational accident/injury (OA/OI)?" The method used in this study consisted of two processes, namely collecting documents and information, and conduct a analysis of documents and information related to the aspects of the OD in the Occupational and Safety (OSH) program. Information was also obtained through the interviews, discussions, and attending OSH program activities or meetings which carried out by the MOM and also by keys stakeholders.The results of the study that have been conducted show that the number of OD cases that handled and received of work compensation is less than the OI cases.

Continuous Improvement Post Organizational Changes in the Official School of Meteorological, Climatological and Geophysical Agency Ita Soegiarto; Billy Tunas; Muhammad Yasin
IJHCM (International Journal of Human Capital Management) Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management)
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.03.02.01

As we know that there are some of vocational educations that have official ties with ministries or ministry-level bodies, one of them is the College of Meteorology, Climatology and Geophysics. The purpose of this study is to find things to improve the organization after changes. The main question that guides this research is the sustainability effort that needs to be applied and influences the organization. Research uses qualitative methods and case study approaches. The sampling technique was purposive and snowball sampling with 40 informants. Based on the research that has been done, found that improvements must be made continuously after organizational changes are divided into two factors. Internal factors such as lecturer competency, lecturer availability, and additional composition in the teaching-learning process from theory to practicum. While external factors regularly review of curriculum and syllabus, technology updates, and digitalization. The update in this study, each lecturer is required not only in the transfer of knowledge but also to instill ethical and moral values. The cadets were prepared as agents of change. As an official school, each graduate not only understands the knowledge gained during education but also must be ready to work at the parent institution. The cadets must be well prepared to work at the Meteorology, Climatology and Geophysics Agency. For this reason, the things that need to be done in maintaining sustainability after the change in the official school organization are updating technology. There needs to be "digital culture" in various activities at STMKG, comparative studies, and participation in national and international seminars so that continuous learning and continuous improvement are always rolling.

Industrial Relationship Between Worker, Entrepreneur and Government On the Outsourcing Program in PT. Aru Raharja Indonesia Anandha budiantoro; Ma'ruf Akbar; Wibowo
IJHCM (International Journal of Human Capital Management) Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management)
Publisher : Program Studi S3 Ilmu Manajemen

This study aims to determine whether the Industrial Relationship Between Worker, Entrepreneur and Government at PT. Aru Raharja Indonesia has achieved its goal. This research method used an evaluative descriptive method. The object of the research was focused on the Industrial relationship between worker, entrepreneur and government On the outsourcing program of PT. Aru Raharja Indonesia Data is collected through observatied, documentation studied, and indepth interview. Data analysis used descriptive evaluative techniques, through four stages, namely: data collection, data reduction, data display and conclusion drawing/verification. The results of the studied found that industrial relationship at the outsourcing program of PT. Aru Raharja Indonesia is classified as moderate. This indicates that the industrial relation to the outsourcing program of PT. Aru Raharja Indonesia still needs to be repaired in its implementation. It can be less effective in the process of communication between worker, entrepreneur and government in the form of coaching, supervision and coordination between the parties involved in the relationship industry

Human Resource Architecture Transformation Case Study in Construction Company Wikumurti; Muchlis R. Luddin; Thomas Suyatno
IJHCM (International Journal of Human Capital Management) Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management)
Publisher : Program Studi S3 Ilmu Manajemen

This study focuses on the transformation of the architecture of human resource construction services companies into toll road development companies, to get the right model in the implementation of the Human Resources system towards employee engagement and satisfaction which is reflected in the improvement of company performance. The study used a qualitative approach through case studies in construction service companies with data collection methods using observation, interviews, document observation and surveys of company employees by questionnaire. Research informants are the management of the Human Resources construction services company. The results of the case study show that the implementation of a human resource system in a company that is transformed from a construction services company to a toll road development company includes establishing the company's vision and mission from a construction company to a toll road developer, changing company organizations from a construction services business organization to a road development organization toll road, employee recruitment system, employee development and training, career management, reward system and termination / retirement system have been well applied in the process of transformation from construction service companies to toll road development companies. This has an effect on increasing the value of employee engagement and satisfaction and is reflected in the improvement of the company's performance over the past 4 years from 2015 to 2018.

Influence of Supportive and Directive Leadership Styles on Employee Job Satisfaction in Commercial Banks in Kenya Davidson Mwaisaka; George K'Aol; Caren Ouma
IJHCM (International Journal of Human Capital Management) Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management)
Publisher : Program Studi S3 Ilmu Manajemen

Abstract Purpose: The purpose of the study was to investigate the influence of supportive and directive leadership style on employee job satisfaction in commercial banks in Kenya. Methodology: The study adopted positivism research philosophy to guide the study and limited itself to descriptive correlational research design to analyze and provide responses to the research questions. The research design was preferred because it allows description and comparison of characteristics of populations based on data collected from samples through questionnaires. The target population of the study was 15,030 employees in all the 43 commercial banks licensed to operate in Kenya as of June 2018. Using stratified sampling technique, the study drew a sample size of 386 employees reporting to middle level managers. Data was collected by means of a questionnaire and analyzed using descriptive and inferential statistics, which included factor analysis, correlational analysis, chi-square, one-way analysis of variance (ANOVA), and regression analysis using Statistical Package for Social Sciences (SPSS) version 20 and Windowsâ€™ Microsoft excel programs. Results: From the findings of multiple linear regression analysis, it was established that directive leadership style had a positive and significant relationship with employee job satisfaction, R2 = .228, F(1, 362) = 53.396, p < .05; Î² = .454, p < .05. The results from multiple linear regression analysis also showed that supportive leadership style positively and significantly predicted employee job satisfaction, R2 = .603, F(1, 366) = 278.269, p < .05; Î² = .716, p < .05. In addition, the study tested the moderating influence of environmental contingency factors and was confirmed that environmental contingency factors significantly moderated the relationship between path-goal leadership style and employee job satisfaction, R2=0.090, F(5,364) = 35.04, p < .05; Î²= 0.229, p<.05. Unique contribution to theory, practice and policy: The study makes a contribution to the literature of the influence of directive and supportive leadership styles from Kenyan commercial banksâ€™ perspective and adds an impetus to employees, management and policymakers to address issues that are impeding employee job satisfaction. The future researchers should include all bank employees in their study to determine the influence of directive leadership style and supportive leadership style on employee job satisfaction.

Evaluation of Leadership Programs (PIM) Level III For Civil Servants In The Education and Training Center (Pusdiklat) of The Ministry of Manpower (Kemnaker) RI Sudiharto; Dedi Purwana; Billy Tunas
IJHCM (International Journal of Human Capital Management) Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management)
Publisher : Program Studi S3 Ilmu Manajemen

The purpose of this study is to describe the implementation of Level III Education and Training Program (PIM III) for Civil Servants (PNS) in the Education and Training Center Institution of the Ministry of Manpower Republic of Indonesia (Pusdiklat Kemnaker RI), so that it can be used by policy makers to improve its implementation. The research method uses the program evaluation model CIPP (Context, Input, Process and Product) and Impact. Evaluation was carried out on the implementation of Program Diklat PIM III held in the 2015-2016 period by the Pusdiklat Kemnaker RI. In this study involved 57 informants from the Ministry of Administrative and Bureaucratic Reform (PAN RB) as regulators, the State Administration Institute (LAN) as the implementing policy, National Board for Placement and Protection of Indonesian Overseas Workers (BNP2TKI ) as a place for alumni and the Pusdiklat Kemnaker RI as the organizer. Overall the results of evaluation research on the implementation of the Program Diklat PIM III by the Pusdiklat Kemnaker RI is considered to be Less or 57.69% of the evaluation criteria can be met. The Context Sub-focus (C) reaches a value of Very Less or 40.43%; The Input subfocus achieved a Good value or 77.92%; The Process sub-focus (P) achieves Very Good or 100%; The Product sub-focus (P) achieves less or 59% and The Impact (I) of alumni on organizations reach Very Less or 11.1%. The recommendations of this study can be applied to the Program Diklat PIM III Cycle Model as part of the Echelon III Position Selection with the central point of the Echelon III Structural Position Competence set by the measured and traceable PANRB so as to produce superior and competitive human resources personnel.

The Effect of Work Atmosphere, Training, Incentives, and Motivation on Sales Productivity in PT. Suzuki Indonesia Sigit Setiawan; Bedjo Sujanto; Dedi Purwana
IJHCM (International Journal of Human Capital Management) Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management)
Publisher : Program Studi S3 Ilmu Manajemen

The aims of this study effect of work atmosphere, training, incentives, and motivation on sales force productivity at PT. Suzuki Indonesia. This study uses correlational studies. The sample from this study was 120 people selling PT. Suzuki Indonesia personnel in the Jabodetabek area. The results of this study indicate that; 1) The work environment has a positive direct effect on the productivity of the sales force of 0.613 with a tcount of 8.43, 2) training has a positive direct effect on sales force productivity of 0.628 with a tcount of 8.77, 3) incentives have a positive direct effect on labor productivity sales of 0.609 with a tcount of 8.34, 4) motivation has a positive direct effect on sales force productivity of 0.635 with a tcount of 8.94, 5) work environment, training, incentives, and motivation together have a positive direct effect on productivity sales force of 0.812 with a tcount of 55.78. Thus an increase in sales force productivity can be achieved well if there is a strong influence of the work environment, training, incentives and motivation that are well-developed.

Education Program Evaluation of Air Force Unit Command School (SEKKAU) In the Development of Human Resources Soleh; Billy Tunas; Yetty Supriyati
IJHCM (International Journal of Human Capital Management) Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management)
Publisher : Program Studi S3 Ilmu Manajemen

The purpose of this study is to obtain empirical and analytic data on substantive and important issues that affect the implementation of the Air Force Unit Command Schoolâ€™s education program. The study was conducted from 1 January 2019 to 30 June 2019 at Air Force Unit Command School (Sekkau) in Jakarta. This study used a qualitative approach with the CIPP model to evaluate the results and benefits of implementing education at Sekkau. Respondents in this study were Sekkauâ€™s students who were studying at the time of data gathering, former Sekkauâ€™s student serving in Air Force units, as well as instructors and officers who have authority on policies of applied at Sekkau. The informants in this study were Air Force Chief of Staff (Kasau), Assistant to Chief of Air Force Staff for Personnel (Aspers Kasau), Commander of Air Force Education and Training Command (Dankodiklatau), Head of Air Force Education Service (Kadisdikau), Sekkau Commander, and Sekkau alumni batch 104 of the 2017 academic year. The sampling procedure for this population used multi-stage (clustering). The sample selection for the survey was carried out using a purposive sampling method of 15 respondents distributed proportionally consisting of Kasau, Aspers Kasau, Dankodiklatau, Kadisdikau, Dansekkau, and Sekkau alumni of the batch 104 of the 2017 academic year. The selection of population and respondent samples, especially in modeling, was adjusted to environmental conditions and the number of interviewees to be taken i.e. those who were considered to be able to represent and understand the issues under study.The findings are: (1) the educational program of Sekkau is in accordance with the background or context of the program, which is seen based on aspects of needs, aspects of the problem and aspects of objectives, (2) the available support for education program at Sekkau in general is in a sufficiently supportive condition for the effectiveness of the education and training program for students which is seen based on aspects of human resources, budget, and the curriculum (3) implementation of educational programs were well done based on aspects of timeliness, application of learning methods, evaluation and monitoring, development of human resources, recruitment of teaching staff and staff and services to students, (4) the achieved results of the educational program at Sekkau in general was quite good from the aspect of responsiveness, toughness and vigour. The novelty of this research is that the evaluation of education program of Sekkau was obtained through two design models, namely using the David Stufflebeam CIPP evaluation model and the Four Models Kirkpatrick evaluation model that has never been done before. The results of program evaluation in this study were also obtained through the match between the idealism of evaluation criteria that were built with real conditions in the field that were different from previous studies. These are the novelties resulting from this research.

The Effect of Transformational Leadership and Work Motivation on Innovative Behavior Tavip Purnomo Hadi; Burhanuddin Tola; Ma'ruf Akbar
IJHCM (International Journal of Human Capital Management) Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management)
Publisher : Program Studi S3 Ilmu Manajemen

This research is entitled "The Effect of Transformational Leadership and Work Motivation towards the Innovative Behavior". This research aims to determine the direct and indirect effects of transformational leadership work motivation on innovative behavior. The research approach is a quantitative method with path analysis. The population of this research is the medical representative from 3 pharmaceutical companies, taken proportionally in the Greater Jakarta Area of each company, namely: PT. X 40 people, PT. Y 40 people and PT. Z 30 people, with an affordable population of 110 people. The sampling technique was Simple Random Sampling through Krejcie and Morgan Tables, so that a representative sample of 86 respondents was obtained. Data collection was carried out through a Likert model structured questionnaire of the independent and dependent variables. The next step is to test the validity with Pearson Product Moment test analysis and reliability test with Cronbach Alpha test. Then the data analysis is performed as a statistical test requirement, namely; error normality test with Liliefors, homogeneity test and significance and linearity regression coefficient test. Found several conclusions, as follows; first, there is a direct effect of Transformational Leadership on Work Motivation, which means that transformational leadership styles can increase work motivation; second, there is a direct effect of Transformational Leadership on Innovative Behavior, which means that transformational leadership styles can enhance innovative behavior; third, there is a direct influence of Work Motivation on Innovative Behavior, which means work motivation can enhance innovative behavior; fourth, there is an indirect effect of Transformational Leadership on Innovative Behavior through Work Motivation, which means that transformational leadership styles can indirectly enhance innovative behavior through work motivation

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